Performance Management

TATAP MUKA MINGGU KE VIII

Focus of Performance Management

Progress and success

toward goal achievement

Assessing Needs Your goals

The employee’s goals

The department’s goals

The organization’s goals

Considerations Focus on

performance issues Clear expectations Improvement Productivity Objectivity Accuracy Performance, not

person

Knowledge Ongoing Detailed Monitored Consistent Fair Timely Motivational

Why Do Performance Management?

Communicate goals, mission, values, purpose

Improve working relationships Improve management Identify and communicate strengths and

areas for improvement Provide feedback Develop Monitor Support

Reflecting on Performance Discussions

Think about your last review:

- What thoughts come to mind?- What went right, what went wrong?

What Do Employees Want?

Clear expectations Positive/constructive

feedback on regular basis

Understand evaluation criteria

Involvement in goal setting

Accurate job descriptions

Be treated fairly and consistently

Sharing of info and resources

Job/career enrichment opportunities

Elements and OutcomesElements Listening

Coaching

Feedback

Outcomes

• Better performance

• Improved morale, trust, and loyalty

• Commitment

Listening Skills Active listening Expression Verbal/ non-verbal cues Distractions Retention

Active Listening Reflection Reiteration/Paraphrase Body Language Elaboration Acknowledgement

TATAP MUKA MINGGU KE IX

Performance Management

Coaching Skills Observation Counsel Condition Criteria Response

Solutions Agreement Follow through Adjustment Follow-up

Feedback Purpose Setting Timing Forward focused Two-way Responsive

Accurate Balanced Relevant Comprehension Agreement Follow-up

Giving Feedback

• Professional

• Purpose Listening vs. talking Performance, not

personality Support Privacy

Start with positive “I” vs. “you”

statements Factual Strategize Goal setting focus Resolution

Receiving Feedback Have an open mind Avoid defensiveness Listen for meaning Seek out resolution Give guidance Utilize effectively

Communicating Effectively• Preparation

• Professionalism

• Matching body language to message Tone awareness Scripting Focusing Responsiveness

Problem Solving Define Brainstorm alternatives Identify causes Collect/analyze info Consensus Action plan

Goal SettingSMART Goals:

Specific

Measurable

Attainable

Relevant

Time sensitive

Conflict

Adversarial positions

Right vs. wrong No listening No alternatives

offered Unyielding

Issues/problems not defined

Breakdown in communication

Win/lose, lose/lose

Destructive Conflict

Conflict

Focus on issue Acknowledge Allow for venting Separate feelings

from issues Active listening

Allow reflection Repeat back Brainstorm

alternatives Obtain agreement Win/win

Constructive Conflict

A Final Thought

The conventional definition of management is getting work done through people, but real management is developing people through work.

- Agha Hasan Abedi